1. www.ceb.shl.com
Ability
Verify Ability Test Report
Name
Ms Phyllis Anderson
Date
11 April 2014

2. Ability Test Report
This Ability Test Report provides the scores from Ms Phyllis Anderson’s Verify Ability Tests. If these tests
were unsupervised, there is a small possibility that these scores do not represent her actual level of ability.
A Verification Test is recommended to verify these scores. (See the following page for guidance.)
Numerical Reasoning
Percentile compared to the
Admin - Banking, Finance & Prof Services 2007 comparison group
Level: Operational
Language: English - International
Ms Phyllis Anderson’s estimated numerical critical reasoning ability is average
when compared to the comparison group. Her result is better than 62% of the
people in this group. This suggests that she will be as able as most in
understanding or interpreting numerical data and mathematical calculations as
compared to the group.
Verbal Reasoning
Percentile compared to the
Admin - Banking, Finance & Prof Services 2007 comparison group
Level: Operational
Language: English - International
Ms Phyllis Anderson’s estimated verbal critical reasoning ability is well above
average when compared to the comparison group. Her result is better than 94%
of the people in this group. This suggests that she will display an exceptional level
of ability in understanding and evaluating written reports and documents.
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3. Checking Test
Percentile compared to the
General Population 2009 comparison group
Level: Operational
Language: English - International
MsPhyllis Anderson’s estimated checking ability is average when compared to the
comparison group. Her result is better than 63% of the people in this group. This
indicates an average potential for comparing information quickly and accurately
which is critical to ensuring the quality of work.
If any of these tests were administered without supervision, a Verification Test is recommended
to determine if those results can be used with confidence.
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4. Guidelines for using these results
If the results in this report were obtained from tests completed without supervision a Verification Test is
recommended to confirm this individual’s test results.
The Verification Test is shorter than the original Ability Test. It must be administered in a supervised setting
and will determine if the result of the Ability Test is Verified or Not Verified. A Verified result can be used
with confidence.
How to verify a result
There are many ways to confirm an individual’s ability level. Some techniques are listed below:
Administer a Verification Test Administering a supervised Verification Test is the most
consistent way to verify the original test results. This is
strongly recommended.
Consider information from other
competency assessments
Use results from other assessments that relate to the
competencies and/or skills important for performance in the
job to evaluate the person’s actual ability level. For example
work simulations, or assessment centres.
Use information from other sources Results from examinations, qualifications, grades and other
attainment tests that are appropriate measures of a person’s
cognitive ability may help to evaluate the person’s actual
ability level.
Use structured interviewing
techniques to probe related
competencies
Competencies related to cognitive ability include:
• Presenting & Communicating Information
• Writing & Reporting
• Applying Expertise & Technology
• Analysing
• Learning & Researching
• Creating & Innovating
• Formulating Strategies & Concepts
The final decision on how to confirm and use the person’s test results should follow internal policies and
guidelines. Companies should evaluate the risks involved, corporate policy/governance, the use of other
screening and selection tools, time, cost and other factors. All of these may be important when deciding the
most appropriate method to verify an individual’s Ability Test results.
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5. Information about this report
How to interpret this information
• The bar chart displays the individual’s percentile score from the Ability Test.
• The comparison group identifies the specific group of people this person’s score is compared against.
• The percentile score indicates how well this person scored against the people in the comparison group.
• For example, a percentile score of 50 means that the individual performed better than 50% of the people in the
comparison group.
About cognitive ability tests
Cognitive ability is the most effective, single predictor of future performance in many different jobs.
However, many other factors also play an important role in predicting job performance. The information in
this document should be used as part of a broader evaluation of this person’s suitability and potential for the
job.
More Information
Additional information and guidance on how to use the SHL Verify range of Ability Tests is available online at
www.ceb.shl.com.
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6. Technical information
T-scores and Sten scores are provided for users who are trained in their appropriate use and interpretation.
A T-score is a standardised test score with a mean of 50 and a standard deviation of 10. The Sten score is a
standardised score on a 10-point scale. It has a mean of 5.5 and a standard deviation of 2.
Name: Ms Phyllis Anderson
Type of Test: Numerical Reasoning
Level: Operational
Language: English - International
Comparison Group: Admin - Banking, Finance & Prof Services 2007
T-score: 53 Number Attempted: 18 Work Rate: 100% (18/18)
Sten score: 6 Hit Rate: 67% (12/18)
Name: Ms Phyllis Anderson
Type of Test: Verbal Reasoning
Level: Operational
Language: English - International
Comparison Group: Admin - Banking, Finance & Prof Services 2007
T-Score: 65 Number Attempted: 30 Work Rate: 100% (30/30)
Sten-Score: 9 Hit Rate: 83% (25/30)
Name: Ms Phyllis Anderson
Type of Test: Checking Test
Level: Operational
Language: English - International
Comparison Group: General Population 2009
T-score: 53
Sten score: 6
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7. The Report also includes information to give you an indication of the candidate's accuracy while
completing the test. 'Number Attempted' refers to the number of questions the candidate has
seen during the test. The total may include questions that the candidate has not provided a
response to.
Work rate provides a measure of how far the candidate has got through the test, and is the
number attempted divided by the total number of questions in the test. This is expressed both as
a percentage and as raw data.
Hit rate provides a measure of accuracy, and is the number of questions the candidate has
answered correctly divided by the total number of questions attempted. This is expressed both as
a percentage and as raw data.
Work rate and Hit rate provide measures of the number attempted and number answered
correctly. More information on these measures is provided in the Verify User Guide. It is important
to understand that because each candidate receives a different set of items, there is not a direct
correlation between Hit rate/Accuracy and the Percentile, T or Sten score achieved; an individual
with a lower hit rate may achieve a higher percentile score and vice-versa.
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8. ASSESSMENT METHODOLOGY
Questionnaire / Ability Test Comparison Group
Operational Numerical Reasoning UKE Admin - Banking, Finance & Prof Services 2007
Operational Verbal Reasoning UKE Admin - Banking, Finance & Prof Services 2007
Verify - Operational Checking UKE General Population 2009
TEXT
Name Ms Phyllis Anderson
Report Verify Ability Test Report v2.0
ABOUT THIS REPORT
This report shows the result(s) obtained from ability test(s). The use of these tests is limited to those people who
have received the necessary training in their use and interpretation.
The report herein is generated from the results of test(s) answered by the respondent. This report has been
generated electronically - the user of the software can make amendments and additions to the text of the report.
SHL Group Limited and its associated companies cannot guarantee that the contents of this report are the
unchanged output of the computer system. We can accept no liability for the consequences of the use of this
report and this includes liability of every kind (including negligence) for its contents.
www.ceb.shl.com
© 2013 SHL, a part of CEB. All rights reserved. SHL is a trademark of SHL Group Limited which is registered in the
United Kingdom and other countries.
This report has been produced by SHL for the benefit of its client and contains SHL intellectual property. As such,
SHL permits its client to reproduce, distribute, amend and store this report for its internal and non-commercial use
only. All other rights of SHL are reserved.
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